Person-environment fit: work-related attitudes and behavioral outcomes in continuing care retirement communities

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dc.contributor.author Yen, Wen-Shen
dc.date.accessioned 2012-09-26T13:58:13Z
dc.date.available 2012-09-26T13:58:13Z
dc.date.issued 2012-09-26
dc.identifier.uri http://hdl.handle.net/2097/14757
dc.description.abstract Academics and practitioners alike have studied the concept of person-environment fit (P-E fit) during the last two decades. How well a person fits the work environment may be an effective indicator of attitudes and behaviors in organizations. P-E fit is not completely conceptualized, so existing studies of fit theory have focused only on particular dimensions of fit leading to contradictory results. Therefore, Study 1, using multi-dimensional environment fit, tested relationships among the environment fits, work related attitudes, and outcomes at the individual, group, and organization levels. In addition, Study 2 examined the effect of relationship qualities between hierarchical levels (supervisor-subordinate) and multi-dimensional fit on employee turnover intention. To empirically test the proposed relationships, 288 foodservice employees at continuing care retirement communities (22 facilities) statewide submitted questionnaires. Of these, 261 and 254 were usable in study 1 and study 2, respectively, for further data analysis. The results of structural equation modeling (Study 1) suggested that employee need-supply fit, demand-ability fit, person-group fit, and person-organization fit were positively related to employee need satisfaction. Further, need satisfaction was positively related to outcome variables like work engagement, interpersonal citizenship behavior, and organizational commitment. Results of hierarchical multiple regressions (for Study 2) showed that employee need-supply fit perception related negatively to turnover intention. The study also found that the leader-member exchange relationship moderated the need-supply fit and turnover intention. Thus, a close exchange relationship between leaders and subordinates could keep subordinates from leaving because of a need-supply misfit. Further discussion and managerial implications of the findings along with directions for future studies are provided. en_US
dc.language.iso en_US en_US
dc.publisher Kansas State University en
dc.subject Person-environment fit en_US
dc.subject Needs satisfaction en_US
dc.subject Work engagement en_US
dc.subject Customer-oriented behavior en_US
dc.subject Interpersonal citizenship behavior en_US
dc.subject Organizational commitment en_US
dc.title Person-environment fit: work-related attitudes and behavioral outcomes in continuing care retirement communities en_US
dc.type Dissertation en_US
dc.description.degree Doctor of Philosophy en_US
dc.description.level Doctoral en_US
dc.description.department Department of Hospitality Management & Dietetics en_US
dc.description.advisor Chihyung Ok en_US
dc.subject.umi Behavioral Sciences (0602) en_US
dc.date.published 2012 en_US
dc.date.graduationmonth December en_US

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